Twenty-five years in high‑performance environments.
From one engineer who is stuck to an organisation-wide development programme. What the assignments share: technical depth on one side, people work on the other.
Flagship caseEmployeneurship for thousands of technology professionals
TMC builds its organisation on the entrepreneurship of its own people. TMC Assessment & Development focuses on lasting talent development in technology environments, and works with the Q‑model to do so.
The skills involved are concrete: keeping a grip on your own work, having the conversation with the client, and daring to say yes or no to something. Exactly the Qs where technology rarely gets stuck and behaviour does.
“We calculated that every euro we invested in coaching returns 5 euros.”
HR director, TMC · own calculationFour questions organisations bring to us.
Pick a question to see how such a programme runs and which Qs lie beneath it.
A good engineer has become a manager
The question
Someone has grown on expertise and now leads a team. The technical side goes well; the conversation about behaviour, expectations and pace does not.
What happens
Executive coaching with the Q-report as the starting point. Between sessions the participant practises on real situations, with the AI coach as a reflection partner.
How it runs
- 01Q-test and intake: where the brake is, and where it is not.
- 02Six sessions with a coach from a similar role.
- 03Reflection between sessions, in the platform.
- 04A second measurement and a conversation with the manager.
A team that is strong on content and weak on collaboration
The question
The team delivers, but conversations within it get stuck. Feedback is held back or comes too late, and the same patterns return every quarter.
What happens
Q-tests for the whole team, a joint session on the aggregated picture, and then individual programmes where needed.
How it runs
- 01Everyone takes the Q-test; only the team picture is shared.
- 02Team session: which Qs do we carry, which are missing.
- 03Agreements that come back in the work itself.
- 04A second measurement after a quarter.
People who are stretched too far, again and again
The question
Absence and burnout are rising, and the signals come late. Anyone who wants to raise the alarm earlier has nowhere to do so without it becoming a case file.
What happens
Access for everyone, with no reason or sign-up needed. The AI coach is there from day one; a coach joins as soon as the theme calls for it.
How it runs
- 01Platform open to the whole group, on a voluntary basis.
- 02Whoever wants to starts with a conversation or the Q-test.
- 03Coaching on the themes that keep coming back.
- 04An aggregated picture for HR: where the pressure is.
A development programme for the whole organisation
The question
There is a strategy and there is budget, but coaching reaches a small group. The question is how to move from separate programmes to a provision for everyone.
What happens
Our quartermasters and consultants set up the environment with your language and themes, and build the learning structure around it. Internal coaches take part using the same method.
How it runs
- 01Your own environment: themes, language, frameworks.
- 02A pilot with one team.
- 03Internal coaches trained in the Q-model.
- 04Rollout group by group, with quarterly reporting.
What participants say.
Pontes gave me a lot of insight into my added value. With their personal and sharp approach, they challenged me to bring out the best in myself.RMR.M. MassarSenior Communications Manager at ASML
Coaching gives us an enormous return. We calculated that every euro we invested in coaching returns 5 euros.
HR directorTMCMore than 15,000 people coached, with 85+ coaches who come from high‑performance roles themselves. See the coach pool →
Organisations that make coaching a fixture.
Industry averages, not a promise per organisation. In a conversation we work it out with your own numbers.
Built to land in large organisations.
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Certified information security.
GDPR compliant
Privacy by design, hosted in the EU.
Anonymous & aggregated
No insights that can be traced back to an individual.
SSO & SCIM ready
Fits the organisation’s IT setup.
What this does not say
The percentages above are industry averages for organisations that use coaching structurally, not an outcome we guarantee per client. The 5 to 1 return is TMC’s own calculation. What we measure ourselves is development on the five Qs, with a second measurement after a programme. Ask us about it; we will go through it with your organisation’s data.
Ask for a case from your sector.
In twenty minutes we show the platform with an example that resembles your situation, and what a pilot with one team would involve.